Leadership transitions are pivotal in any nonprofit—moments filled with both opportunity and challenge. Whether planned or unexpected, these transitions profoundly shape the future of an organization. KEES sees firsthand that boards approaching these changes with strategy, inclusivity, and clarity are best positioned to thrive. We are “in the season” now of announcements for December 31 or early 2026 transitions.

KEES guides nonprofits through the complexities of leadership transitions, especially at the CEO or Executive Director level, where the stakes are highest and the impact most enduring. In the first half of 2025, we’ve seen renewed urgency among nonprofit boards to prepare more strategically, more inclusively, and more transparently for these pivotal moments. We saw unprecedented numbers of retirement announcements around June 30, and more are coming. If you serve on a board and anticipate a nonprofit executive search between now and December 2026, this article is written for you and your board colleagues.

Five key insights every board member needs to know when preparing for a transition.

1. Anticipate and Plan for Leadership Transitions Well in Advance

   The most successful transitions don’t happen by accident. They are the result of thoughtful planning that begins 9-15 months in advance, whether expected or not. Boards that develop and regularly update succession plans, including interim leadership strategies, are far better positioned to maintain momentum and morale. A thoughtful, regularly updated transition plan helps boards stay aligned with strategic goals while allowing time to assess internal talent or begin a robust external search. Early planning gives boards the space to make informed decisions, rather than reacting to unexpected departures.

2. Ground the Search in Reflection and Strategic Vision

   The most successful leadership transitions begin with honest organizational reflection. Many think it starts with rewriting the job description, but before launching a nonprofit executive search, boards should assess where the organization stands today and where it needs to go in the years ahead. What challenges are emerging? What kind of leadership is required to meet those challenges and seize new opportunities? A clear-eyed self-assessment helps boards better understand their culture, leadership gaps, and long-term priorities. This moment of transition is also a powerful opportunity to align leadership hiring with strategic direction. Whether the future calls for growth, transformation, advocacy, or stabilization, boards should ensure that the next leader’s experience, values, and skills reflect those goals. KEES guides organizations through this reflection process to ensure the executive profile is not just a list of qualifications, but a roadmap to the future. When a search is grounded in both introspection and strategy, the result is leadership that can elevate the mission and drive meaningful, long-term impact.

3. Embrace Diversity and Inclusion in Leadership Selection

   Leadership that reflects the uniqueness of your community isn’t just a value; it’s a strategic asset. More than ever, nonprofit organizations are recognizing that diverse and inclusive leadership teams drive stronger decision-making, foster innovation, and enhance organizational credibility. Boards should be intentional in prioritizing candidates who bring varied perspectives, lived experiences, and leadership styles that align with the organization’s mission and values. Embedding diversity, equity, and inclusion (DEI) into every stage of the search process, from crafting the position profile to evaluating candidates, not only strengthens leadership outcomes but also signals a deep, ongoing commitment to justice, equity, and long-term relevance. We’ve seen firsthand how organizations benefit when new voices and perspectives are welcomed at the top.

4. Prioritize Cultural Fit and Leadership Style

   When selecting a new leader, a nonprofit board may intentionally prioritize leadership style and cultural fit over purely technical skills. While experience and operational know-how remain important, there are many moments in an organization’s lifecycle when how a leader shows up, their presence, values, and interpersonal style, are just as critical, if not more so, than only skills. Choosing a leader based on style and cultural alignment does not reflect lowering standards; it’s about elevating the traits that best position the nonprofit for long-term resilience, connection, and success. When style, values, and vision are in sync with the community and the organization’s needs, even the most complex transitions can become moments of transformation.

5. Communicate Transparently with Stakeholders

   Staff, donors, volunteers, and partners want to know that the mission remains strong and that their voices are valued throughout the process. Effective leadership transitions involve open, thoughtful, and time-specific communications, in addition to all the behind-the-scenes planning. Clear and consistent messaging helps ease uncertainty, fosters confidence in the board’s leadership, and builds momentum as a new leader steps in. KEES works with boards as a part of Leadership Transition Planning (link) to develop proactive communication plans that outline the transition timeline, share key updates, and frame the change as a positive next chapter. A well-crafted narrative reinforces the organization’s direction, inspires trust, and strengthens stakeholder engagement during times of change and the height of, or the quiet periods, during the nonprofit executive search process.

A Partner in the Process

Leadership transitions are among the most important decisions a nonprofit board faces, offering a chance to renew vision and build lasting impact. It’s far more than the search itself. More than a change in title, a transition aligns leadership with evolving values and strategy. With thoughtful planning, inclusion, and clear communication, boards can navigate these changes confidently.

KEES partners closely with boards to guide organizations through transitions with care and clarity. As the nonprofit sector evolves, those who plan ahead will thrive. If your organization faces a leadership change, working with a nonprofit executive search firm that understands nonprofits can make all the difference. Connect with KEES to learn more about how we can support your leadership journey.

Want a quick checklist version for your board? More here: Quick Checklist for your Board